Diversity and inclusion initiatives actively promote employee satisfaction and drive innovation, resulting in improved organizational performance. Although authors have researched LGBTQ+ workplace issues in Western countries, the inclusion of LGBTQ+ people in developing countries like Sri Lanka (where this study is focused) has not received the same degree of scholarly attention. This study attempts to address the gap in scholarly literature by analyzing the barriers and obstacles to the inclusion of LGBTQ+ people in Sri Lankan workplaces. Through conceptual research design, this study attempts to construct a conceptual framework for workplace inclusion grounded in the context of Sri Lanka and comparable developing nations. The framework employs Social Identity Theory and Psychological Safety Theory in the context of the Workplace Inclusion Framework. The framework explains how employees’ perceptions of inclusion and psychological safety, as well as workplace belonging, are impacted by socio-cultural and legal institutional settings, organizational policies, and workplace culture and leadership behaviors. The framework also attempts to contribute to the diversity and inclusion body of knowledge by addressing some contextual gaps that previous studies have not researched. The framework also attempts to offer a foundation for other practicing professionals with its contextual recommendations.